Sr. Manager, Talent Acquisition
Hyundai Capital America (HCA) helps people move forward. Through Hyundai Motor Finance, Genesis Finance, and Kia Finance, we deliver innovative financing, leasing, and insurance solutions to more than 3 million customers and businesses nationwide.
We’re a company driven by growth, innovation, and people. At HCA, you’ll find opportunities to build new skills, expand your career, and make a real impact—while working in a diverse, inclusive, and values‑driven environment. We’re proud to support our communities through volunteerism, philanthropy, and engaged Employee Resource Groups.
If you’re looking for a fast‑paced, collaborative workplace where your ideas matter, join us as we lead the future of financing freedom of movement. Apply today.
WHAT YOU WILL DO
The Senior Manager, Talent Acquisition leads a team of recruiters and is responsible for driving talent acquisition strategies that attract, engage, and hire top talent across Hyundai Capital America. This role oversees recruiting delivery across assigned business areas, ensures achievement of hiring goals, develops recruiting team capabilities, and drives consistent execution of an exceptional candidate and hiring manager experience. The Senior Manager partners closely with business leaders, HR Business Partners, Compensation, Legal/Compliance, and external recruiting partners to deliver effective, compliant, and scalable recruiting solutions while strengthening talent pipelines, improving recruiting processes, and fostering a culture of accountability, collaboration, and continuous improvement.
HOW YOU WILL MAKE AN IMPACT
1. Talent Acquisition Delivery & High-Volume Recruitment
Lead and oversee full-cycle recruiting activities across multiple business units and job families.
Manage high-volume recruiting efforts while ensuring quality, speed, and an exceptional candidate experience.
Support recruiters in managing complex, critical, and hard-to-fill searches.
Leverage direct sourcing, networking, employee referrals, and recruiting technologies to build strong talent pipelines.
Monitor requisition activity, candidate pipelines, and service levels to ensure hiring targets are met.
Partner with Compensation and HR Business Partners to develop competitive offer recommendations.
Oversee candidate background screenings, relocation support, onboarding activities, and internal transfers.
2. Recruiting Operations & Process Improvement
Establish and maintain recruiting processes, standards, service level expectations, and operating practices to support consistent delivery across the recruiting function.
Oversee recruiting compliance, documentation standards, candidate dispositioning, offer approval processes, background screening coordination, and pre-employment requirements to support audit readiness and adherence to company policies and employment regulations.
Reinforce consistent interview, selection, candidate evaluation, and hiring practices in alignment with company policies, recruiting standards, and applicable employment laws.
Analyze recruiting performance metrics and identify opportunities to improve efficiency, quality, and candidate experience.
Identify opportunities to improve recruiting efficiency, quality of hire, candidate experience, hiring manager experience, and process consistency.
Lead adoption and optimization of recruiting tools, systems, reporting practices, and process improvements.
Partner with HR, Legal/Compliance, and other stakeholders to address recruiting-related policy, process, or compliance matters.
3. People Management & Team Development
Manage, coach, and develop recruiters to enhance recruiting effectiveness and overall team performance.
Establish individual and team goals aligned with departmental objectives.
Conduct regular one-on-one meetings, performance evaluations, coaching sessions, and development discussions.
Provide ongoing training and mentorship related to sourcing strategies, candidate assessment, stakeholder management, and recruiting best practices.
Manage team workload distribution to ensure efficient support of hiring demands and business priorities.
Foster a collaborative, accountable, and results-driven team environment.
4. Vendor, Pipeline & Recruiting Programs
Evaluate vendor performance, service quality, cost effectiveness, and utilization to ensure alignment with talent acquisition priorities and business needs.
Partner with HR leadership and business stakeholders to identify pipeline needs, strengthen candidate sourcing channels, and support proactive talent engagement.
Oversee recruiting event planning and execution to support brand awareness, candidate engagement, and targeted hiring initiatives.